Andrew B. Speer

846 total citations
47 papers, 508 citations indexed

About

Andrew B. Speer is a scholar working on Organizational Behavior and Human Resource Management, Clinical Psychology and Social Psychology. According to data from OpenAlex, Andrew B. Speer has authored 47 papers receiving a total of 508 indexed citations (citations by other indexed papers that have themselves been cited), including 18 papers in Organizational Behavior and Human Resource Management, 15 papers in Clinical Psychology and 10 papers in Social Psychology. Recurrent topics in Andrew B. Speer's work include Personality Traits and Psychology (14 papers), Job Satisfaction and Organizational Behavior (9 papers) and Employer Branding and e-HRM (6 papers). Andrew B. Speer is often cited by papers focused on Personality Traits and Psychology (14 papers), Job Satisfaction and Organizational Behavior (9 papers) and Employer Branding and e-HRM (6 papers). Andrew B. Speer collaborates with scholars based in United States, Canada and Germany. Andrew B. Speer's co-authors include Neil Douglas Christiansen, Robert M. Post, Chet Robie, Rick Jacobs, Mark S. George, Elizabeth Osuch, Kirk D. Denicoff, Gabriele S. Leverich, Mark A. Frye and Robert T. Dunn and has published in prestigious journals such as SHILAP Revista de lepidopterología, Journal of Applied Psychology and Biological Psychiatry.

In The Last Decade

Andrew B. Speer

42 papers receiving 489 citations

Peers

Andrew B. Speer
Chungil Chae United States
Roeland C. Dietvorst Netherlands
Danielle L. Pfaff United States
Pierre Vrignaud France
Willem J. M. I. Verbeke Netherlands
Jieqiong Liu China
Patrick J. Hurley United States
Daniel V. Simonet United States
Giles St J. Burch New Zealand
Chungil Chae United States
Andrew B. Speer
Citations per year, relative to Andrew B. Speer Andrew B. Speer (= 1×) peers Chungil Chae

Countries citing papers authored by Andrew B. Speer

Since Specialization
Citations

This map shows the geographic impact of Andrew B. Speer's research. It shows the number of citations coming from papers published by authors working in each country. You can also color the map by specialization and compare the number of citations received by Andrew B. Speer with the expected number of citations based on a country's size and research output (numbers larger than one mean the country cites Andrew B. Speer more than expected).

Fields of papers citing papers by Andrew B. Speer

Since Specialization
Physical SciencesHealth SciencesLife SciencesSocial Sciences

This network shows the impact of papers produced by Andrew B. Speer. Nodes represent research fields, and links connect fields that are likely to share authors. Colored nodes show fields that tend to cite the papers produced by Andrew B. Speer. The network helps show where Andrew B. Speer may publish in the future.

Co-authorship network of co-authors of Andrew B. Speer

This figure shows the co-authorship network connecting the top 25 collaborators of Andrew B. Speer. A scholar is included among the top collaborators of Andrew B. Speer based on the total number of citations received by their joint publications. Widths of edges represent the number of papers authors have co-authored together. Node borders signify the number of papers an author published with Andrew B. Speer. Andrew B. Speer is excluded from the visualization to improve readability, since they are connected to all nodes in the network.

All Works

20 of 20 papers shown
1.
2.
Speer, Andrew B., et al.. (2025). Evaluating the Impact of Faking on the Criterion‐Related Validity of Personality Assessments. International Journal of Selection and Assessment. 33(1). 5 indexed citations
3.
Kordsmeyer, Tobias L., et al.. (2024). Longitudinal Effects of Employees’ Big Five Personality Traits on Internal Promotions Differentiated by Job Level in a Multinational Company. Journal of Business and Psychology. 39(5). 1049–1065. 6 indexed citations
4.
Speer, Andrew B., et al.. (2024). Taking It Easy: Off-the-Shelf Versus Fine-Tuned Supervised Modeling of Performance Appraisal Text. Organizational Research Methods. 29(1). 73–91. 9 indexed citations
5.
Speer, Andrew B., et al.. (2024). Measuring work attitudes with less: Supervised construct scoring to shorten work attitude measures. Journal of Occupational and Organizational Psychology. 98(1). 1 indexed citations
6.
Speer, Andrew B., et al.. (2023). Maternal wall biases and the maybe baby effect. Industrial and Organizational Psychology. 16(2). 221–224. 2 indexed citations
7.
Speer, Andrew B., et al.. (2023). Meta-analytical estimates of interrater reliability for direct supervisor performance ratings: Optimism under optimal measurement designs.. Journal of Applied Psychology. 109(3). 456–467. 6 indexed citations
8.
Speer, Andrew B., et al.. (2023). Supervised Construct Scoring to Reduce Personality Assessment Length: A Field Study and Introduction to the Short 10. Organizational Research Methods. 27(2). 223–264. 2 indexed citations
9.
Speer, Andrew B., et al.. (2023). Comparing forced-choice and single-stimulus personality scores on a level playing field: A meta-analysis of psychometric properties and susceptibility to faking.. Journal of Applied Psychology. 108(11). 1812–1833. 15 indexed citations
10.
Speer, Andrew B., et al.. (2022). Turning words into numbers: Assessing work attitudes using natural language processing.. Journal of Applied Psychology. 108(6). 1027–1045. 16 indexed citations
11.
Brown, Matt I., et al.. (2022). Using game‐like animations of geometric shapes to simulate social interactions: An evaluation of group score differences. International Journal of Selection and Assessment. 30(1). 167–181. 5 indexed citations
12.
Speer, Andrew B., et al.. (2022). Accountability during Performance Appraisals: The Development and Validation of the Rater Accountability Scale. Human Performance. 36(1). 1–23. 4 indexed citations
13.
Speer, Andrew B., et al.. (2021). Meta-analysis of biodata in employment settings: Providing clarity to criterion and construct-related validity estimates.. Journal of Applied Psychology. 107(10). 1678–1705. 9 indexed citations
14.
15.
Christiansen, Neil Douglas, Chet Robie, Gary N. Burns, & Andrew B. Speer. (2017). Using item-level covariance to detect response distortion on personality measures. Human Performance. 30(2-3). 116–134. 12 indexed citations
16.
Speer, Andrew B., et al.. (2015). The impact of university culture on unionized faculty intension to strike: Antecedents and factors beyond financial gain.. Higher education management. 30(1). 34–50. 1 indexed citations
17.
Benson, Brenda E., Mark W Willis, Terence A. Ketter, et al.. (2014). Differential abnormalities of functional connectivity of the amygdala and hippocampus in unipolar and bipolar affective disorders. Journal of Affective Disorders. 168. 243–253. 15 indexed citations
18.
Speer, Andrew B., Neil Douglas Christiansen, Richard D. Goffin, & Maynard Goff. (2013). Situational bandwidth and the criterion-related validity of assessment center ratings: Is cross-exercise convergence always desirable?. Journal of Applied Psychology. 99(2). 282–295. 13 indexed citations
19.
Benson, Brenda E., Mark W Willis, Terence A. Ketter, et al.. (2008). Interregional cerebral metabolic associativity during a continuous performance task (Part II) : Differential alterations in bipolar and unipolar disorders. Psychiatry Research Neuroimaging. 164(1). 30–47. 31 indexed citations
20.
Nahas, Ziad, Andrew B. Speer, Jeffrey P. Lorberbaum, et al.. (1998). 316. Safety of rTMS: MRI scans before and after 2 weeks of daily left prefrontal rTMS for depression. Biological Psychiatry. 43(8). S95–S95. 8 indexed citations

Rankless uses publication and citation data sourced from OpenAlex, an open and comprehensive bibliographic database. While OpenAlex provides broad and valuable coverage of the global research landscape, it—like all bibliographic datasets—has inherent limitations. These include incomplete records, variations in author disambiguation, differences in journal indexing, and delays in data updates. As a result, some metrics and network relationships displayed in Rankless may not fully capture the entirety of a scholar's output or impact.

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